Thursday, February 11th, 2021

The Annual Performance Evaluation

“Be spectacularly great at what you do. Wear your passion on your sleeve and hold your heart in the palm of your hand. And work hard. Really hard.” – Robin Sharma

If you have been keeping up with current trends in firm management, you probably know all too well that the annual performance review is on the verge of death.

Many firms have already abandoned this old-school method of providing team members with information that could help advance their careers. Today’s workforce wants feedback continually – every day – or more often. If your firm does away with the annual performance review, it means that managers and partners need to step up their game. They need to learn how to actually manage people and manage performance. It’s worth the effort.

You might think of it as conversation-based performance feedback. You will probably find that this method will help advance the skill level of your team much more rapidly. These performance conversations can focus on serving the clients, embracing the firm’s core values, and more.

Eliminating those old-fashioned performance rating sheets will create a sigh of relief from everyone involved!

If you can’t eliminate the more structured performance feedback process, at least simplify the one you have. Try the Keep, Stop, Start method and perhaps give this feedback monthly.

  • "Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected."
  • Steve Jobs

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